There are 50% chances that Dan might fail but there are 50% chances that he might succeed to transform..
I do see lots of negativity among Band 5 leaders.. overheard negative talk on the floor after All hands..
why can’t these middle layer leaders do not want to give it a fair chance ?
Looks like Dan made these ultra comfortable people uneasy and they are not liking it.
13 replies (most recent on top)
Need 13k more this year, my dividends will grow to over 100k annually, ahhhhhhhhhhhh
We have a great new attitude thanks to Dan and we are playing to win!!!! We punch back instead of ceding market share to competitors. We love our customers and our chro post it notes confirm we love our employees too! I am so grateful to work with so many great leaders in the best company in the business.
Come on now, Chock Full Of Nuts is not a " cheap office coffee "
@OP "Why middle management is so negative?"
Are you kidding me ?
The guy is a pompous fool ... a mo--n, with an attitude, heavy on antidepressants and hopped up on cheap office coffee.
What did he do to thrust the company forward ? Layoffs ? budget cuts ? Pump and dump stock ? My dog can do better than that....
Are you blind ?
I’m ready to start looking for a change. I’m tired of the constant fear of layoffs. I’ve heard a lot of people talking about unions. I don’t like it but if they can provide stability I’d listen to what they have to say.
@OP Band 5 is SD, I’m pretty sure. I work with a lot of them. I see that band as split. A number of them are open to making changes and leading new initiatives, especially in orgs that are more functional.
In many parts of the organization, the dysfunction we’re dealing with sits at or near that level. In GTS and other areas that are wasteful and disorganized, it doesn’t matter how many resources they get or how they’re structured. When put under pressure to deliver and operate within constraints, they struggle and default to resistance. They are heavily reliant on BAU to sustain.
Others who are effective at their jobs are actively trying to find new and creative ways to work with these new leaders and navigate the environment.
I feel horrible about the layoffs and really don’t agree with many of the people we saw depart in the last round. I’m hoping they take a more thoughtful approach this time and focus cuts in areas that are not salvageable in their current state, burn that function down completely and let someone competent rebuild it.
@OP Band 5 is SD, I’m pretty sure. I work with a lot of them. I see that band as split. A number of them are open to making changes and leading new initiatives, especially in orgs that are more functional.
In many parts of the organization, the dysfunction we’re dealing with sits at or near that level. In GTS and other areas that are wasteful and disorganized, it doesn’t matter how many resources they get or how they’re structured. When put under pressure to deliver and operate within constraints, they struggle and default to resistance. They are heavily reliant on BAU to sustain.
Others who are effective at their jobs are actively trying to find new and creative ways to work with these new leaders and navigate the environment.
I feel horrible about the layoffs and really don’t agree with many of the people we saw depart in the last round. I’m hoping they take a more thoughtful approach this time and focus cuts in areas that are not salvageable in their current state, burn that function down completely and let someone competent rebuild it.
Because many of us have seen this movie before.
@bb I did watch it ..
no different than what Hans and Sampath used to present.. all rosy picture and word salad..
Why do you think it’s a 50/50 chance?
@bb Why are you asking? Point-of-view? Explain!!
Did you even watch the All Hands?
If you’re in middle management you’re obliged to believe different messages at the same time. You can see employees are stretched and unhappy whilst also having to push the leadership’s message